Personal Statement : ' Mountain Operations Manager '

As a manager the three motivational methods that should be used would be to provide monetary incentives, employee recognition, and training incentives. Monetary incentives are one method that can be used by a leader or a manager in his or her workplace, these incentives is to reward an employee for his or her outrageous work-related performance. These incentives may include such as profit-sharing within the company, stock options, performance bonuses, and scheduled bonuses. These different types of monetary incentives can increase the motivation of its workers and can lead to more productive, less absenteeism, and may improve one’s quality of service. Monetary incentives when awarded to one employee may also be a morale booster can also encourage other workers to improve his or her work performance, and maintain a healthy, friendly, positive work environment. A healthy workplace is a product of a successful and productive work environment. Working in this kind of economy, monetary incentives is the excellent method to use. However, these incentives may persuade others and may not to some; the result will be the same, increased quality work

cooperate well with others. Another thing that I am now prepared for any task needed to

Leaders need to recognize that certain motivators may not always be the best motivators. Considering that some motives may be complex, they are usually a result of some initiative that an individual may have brought about based on their personality or experience. One way to persuade followers or employees is to offer them financial incentives to increase output and profits. However, the consideration of financial incentives should also consider the leaders behavior on the employees which may have influenced the employees to increase output and profits. A transactional leader focuses on tasks and behaviors rather than relationships. Traits and behaviors influence effectiveness of the followers not necessarily the motivating factors associated with the task, such as financial (Derue, 2011). Values of the individual need to be considered when considering which motivators should be used.

The Mississippi School for Mathematics and Science has been called the most diverse square mile in Mississippi. Before coming to MSMS I had never seen other children my age who were Asian, Indian, or any other race except for Caucasian and Mexican. I didn't have a chance to talk to other children about their cultures or beliefs until I came to MSMS. Being at MSMS gives me the opportunity to speak to one of the most diverse student bodies in Mississippi. I am able to listen to the different languages spoken by the children here such as Vietnamese, Korean, Hindi, and Spanish. I also get the chance to join cultural clubs established by the student body. Currently, I am a member of the Asian Student Association. The ASA meets monthly to discuss

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

Since there is little or no difference between the salaries increases of employees who meet production goals and those who do not, some employees have said they are not motivated to achieve the goals, even if they are capable of doing so. The company must ensure that employees meeting company goals are rewarded with bonuses, salary increases, or other incentives that are greater and more appealing than those received by employees not meeting the goals. The company could further differentiate the

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

Daniel Pink in his book titled Drive talks about the reasons to motivations and how people work to better themselves. There are different reasons to what keeps people motivated. For some it is mastery, to get better at what they do, while for others it may be the reward they are seeking at the end. Both in which have different mindsets mastery is when someone wants to get better at something for there own satisfaction, while for others it is to get satisfaction through their paycheck and profit. Motivation in work forces is money and profit. As long as people are getting what they want productivity continues, however once they stop receiving their rewards productivity decreases. This makes total sense people because as humans, people seek rewards

Skills I have accomplished are to be trustworthy, assertive, and to act accordingly. For example, a fellow officer trusted me to assist her with an incident where a guest was cutting her hair in the women’s restroom. I initially treated the guest nicely, but she turned that around and stated that she can cut her hair wherever she wanted - that’s when I had to be assertive and asked her to leave for the day, to which she followed shortly afterwards. After the incident, the officer mentioned that if I didn’t take over the situation, she wouldn’t have been able to act quickly and to be as firm as I was. Knowing that the female officer took my advice and that she appreciated my work ethic, it was one of the key events that motivated me and thus convinced me that I may meet the qualifications for the leadership

I was a camper here at Mountain Lakes for seven years and each year I enjoyed it more and more. I really enjoyed the camps activities, the staff, other campers and everything about it.

I am an accomplished administrative professional who is results driven with strong organisational skills, proactive approach to problem solving and a person who is recognised for my strong work ethic. My strong communication skills and an outgoing, energetic personality that ensures a first rate customer service to both clients and colleagues. I utilise my strong skills in written and verbal communication to handle phone enquiries and to create written responses. I focus on relationship building and continuous improvement to organisational performance, especially in customer focused roles. I have demonstrated proficiency working in HR, particularly assisting with internal recruitment processes, developing processes, procedures and strategies,

There are very many factors that motivate employees to do outstanding work in their jobs. Though most of them are non-monetary factors like participative decision making, work teams, challenging jobs, goals in life or in the company, power and other factors. Most of the employees that emerge in their workplace, either in a small cubicle or a mega office have got some drive that enable them to perform in their work, but the key question is, is money is the key motivation in their workplace? In this essay both sides will be argued in order to find the answer to this (Robbins, Odendaal & Roodt, 2003).

To motivate employees to work towards reaching organizational goals, managers frequently depend on some form of enticement. Beyond monetary compensation, awards and additional types of acknowledgment can be given, and the ability to choose a work schedule is a possibility. A reasonable pay system, which would be an incentive for individuals and groups to achieve organizational goals, is a hardship manager’s face (Jones & George, 2011). Within the company that I work for, every quarter awards are presented to Customer Service Agents who have maintained a 95 percent or above quality score. Monetary awards are given out as well as time off coupons.

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.